Form 4: Spok CFO Calvin Rice Granted Future Performance RSUs

Spok Holdings, Inc.'s Chief Financial Officer, Calvin Rice, was granted 36,959 Restricted Stock Units (RSUs) with vesting tied to future performance and time-based schedules.

Summary

• Calvin Rice, Chief Financial Officer and CAO of Spok Holdings, Inc. (SPOK), was granted Restricted Stock Units (RSUs) on January 2, 2026.
• A total of 18,480 RSUs were granted, contingent on achieving specified performance objectives of the 2026 Long-Term Incentive Plan (LTIP) for the year ending December 31, 2028.
• An additional 18,479 RSUs were granted, which will vest in three equal annual installments starting December 31, 2026, with vested shares delivered for fiscal years ending December 31, 2026, 2027, and 2028.
• Each RSU represents a contingent right to receive one share of the issuer's Common Stock.
• Following these transactions, Calvin Rice beneficially owns 74,539 performance-based RSUs and 93,018 time-based RSUs.

Sentiment

Score: 7

Explanation: The grant of RSUs to a key executive is generally a positive sign for executive retention and alignment with long-term company performance, indicating stability in leadership and a commitment to future growth. It's a standard compensation practice, so not exceptionally positive, but certainly not negative.

Positives

• The grant of Restricted Stock Units (RSUs) aligns management's interests with shareholder value through performance-based incentives.
• Time-based vesting promotes executive retention over a multi-year period (through 2028).
• The 2026 LTIP indicates a structured approach to long-term executive compensation and performance management.

Future Outlook

The grant of performance-based Restricted Stock Units tied to the 2026 Long-Term Incentive Plan suggests the company's focus on future performance objectives through December 31, 2028, aiming to align executive compensation with long-term shareholder value creation.

Management Comments

• No direct management comments or quotes are provided in this Form 4 filing.

Industry Context

The use of Restricted Stock Units (RSUs) with both performance and time-based vesting is a common practice in the technology and healthcare communications industry for executive compensation, aiming to attract, retain, and motivate key personnel by aligning their incentives with the company's long-term strategic goals and shareholder returns.

Comparison to Industry Standards

• The structure of RSU grants, combining performance-based and time-based vesting, is consistent with compensation practices observed in comparable publicly traded companies within the healthcare technology and enterprise communication sectors.
• For instance, companies like Vocera Communications (acquired by Stryker) or Everbridge often utilize similar equity compensation structures to incentivize executives.
• The specific performance objectives for the 2026 LTIP are not detailed in this filing, preventing a direct comparison of the rigor of these targets against industry benchmarks.

Stakeholder Impact

• Shareholders: Potential positive impact through increased alignment of executive incentives with long-term shareholder value creation.
• Employees: May signal stability in executive leadership and a commitment to long-term strategic plans.
• Management: Direct positive impact through equity compensation, promoting retention and motivation.

Next Steps

• Achievement of specified performance objectives for the 2026 LTIP by December 31, 2028.
• Annual vesting of time-based RSUs beginning December 31, 2026, through December 31, 2028.
• Delivery of vested shares to the reporting person for fiscal years ending December 31, 2026, 2027, and 2028.

Key Dates

Keywords

Spok Holdings, SPOK, Calvin Rice, Restricted Stock Units, RSU, Executive Compensation, SEC Form 4, Insider Transaction, Long-Term Incentive Plan, LTIP